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Is there life after retirement???

Patrick Chaffin. Is there life after retirement???. Or do ‘ya sit around and wait to die… Or be the old fudd reminicing about the “good old days”. A little about me:. From New Orleans Undergrad from LSU Grad degree from University of Oklahoma Married two adult children.

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Is there life after retirement???

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  1. Patrick Chaffin Is there life after retirement??? Or do ‘ya sit around and wait to die… Or be the old fudd reminicing about the “good old days”.

  2. A little about me: • From New Orleans • Undergrad from LSU • Grad degree from University of Oklahoma • Married two adult children

  3. Career stuff: • U.S. Army • Army Organizational Development Program

  4. Career stuff: • HR roles in financial services and high tech • Center for Human Resource Management “The Early Years…” • Retired from the Army 2002, SunTrust 2010

  5. There are some things I miss about work: My uber-effective Admin assist Having fun with my boss at the bank My fellow banking professionals The interesting and multifaceted employees at my esteemed institution

  6. There are some things I don’t miss about work: Employee issues Boring meetings restating the obvious Leadership “challenges” “Downsizing”

  7. So now what’s happening??? • Some things change and others stay the same… • Still play with cars… Racing My “cruiser” the ‘40

  8. So now what’s happening??? • Having fun with our granddaughter…. • Grand parenting is the reward for not murdering your teens! So much better than having them yourself…

  9. So now what’s happening??? • Some things change and others stay the same… • Still travel • Still enjoy hearing from HR Center members. • Still work with Dr. Witt

  10. The 3D Leader: Situational Awareness at Work

  11. The 3D Leader Clusters Demonstration Domain Discernment

  12. Domain • Strategic roles, functions, purposes, and activities of: • The Manager him/herself • The manager’s team • The manager’s boss • The manager’s clients/customers • The manager’s peers • The manager’s service providers (e.g., internal and external vendors)

  13. Discernment • Competencies, acumen, understanding, knowledge, and potentialities of: • The Manager him/herself • The manager’s team • The manager’s boss • The manager’s clients/customers • The manager’s peers • The manager’s service providers (e.g., internal and external vendors)

  14. Demonstration • Performance, execution, achievement, accomplishments, and functioning of: • The Manager him/herself • The manager’s team • The manager’s boss • The manager’s clients/customers • The manager’s peers • The manager’s service providers (e.g., internal and external vendors)

  15. OD and HR Consulting • Good news: Lots of Opportunities • Bad News: I seem to be popular in places far away

  16. OD and HR Consulting • Types of OD engagements: • Executive coaching • Executive development • Planning • Influencing • Organizational planning facilitation/goal setting • Conflict resolution • Role Clarification • Team performance enhancement • Team issue/process assessments • General “3rd party” meeting facilitation

  17. OD and HR Consulting • Types of HR engagements continued: • Executive recruiting • Employee Engagement Assessments • Meeting design for leaders • Executive compensation (UGH!) • Talent Management • Acquisition planning • HR Expert Witness • Legal case assessment/planning • HR policy and practice • Impact assessment

  18. OD and HR Consulting Words of caution: • Beware of: • “broken toys” • “Mission impossibles” • “Suicide runs” • Integrity is not negotiable or ever forgotten

  19. OD and HR Consulting More words of caution: • HR Expert Witness learnings: • You will live and die by your published policy • Mr. Documentation is your friend • “Leadership cowboys” make plaintiff attorneys rich • Truly become your leadership's trusted advisor and not the “HR police” • Listen to your employees • You are NEVER,NEVER, NEVER “off the record.

  20. So what might this mean to you? • Know the difference between “personnel” and “Human Resources” • In addition to the fundaments of the “personnel business”: • Learn process assessment, intervention and facilitation • Become a certified coach • Learn meeting design and facilitation • Remember HR works for the client, not the other way around. • You will only survive and prosper through continuous learning. • “Be the BIG FIVE”

  21. So what might this mean to you? • NETWORK! NETWORK! NETWORK • You are only as good as the resources you can bring to the table • Nothing is permanent • Everyone is replaceable • Make and keep friends-they save sanity

  22. Questions: • How can I help?

  23. Thanks for listening

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